Case Studies Chapter 5 and 6
1. What kind of reinforces does Salatino use to motivate his sales people?
Salatino uses every ones favorite reinforcements, money! Money is considered a secondary motivator because its not considered a basic human need. Saltaino uses commissions ranging between 5% and 12% as an incentive motivate his employees to make sales. This secondary motivator is a positive motivator because money is why people have jobs and careers.
2. What kind of reinforcement schedule is used by Great Northern American to pay salespeople?
Great Northern American applies two reinforcement schedules to pay sales people, fixed interval schedule and fixed ration schedule. In a fixed interval schedule employees are paid weekly, biweekly, or monthly. A pay scale of this nature matures after a certain period of time.
The second reinforcement scale used is a fixed ratio scale. The commission earned by employees at Great Northern American is an incentive that motivates employees to produce more sales. The fixed ratio scale is centered on performance and works well with commission-based programs.
3. If you were Salatio, how might the concept of self-efficacy help you hire successful sales people?
If I were Salatio I would view the Self-efficacy principle as a pillar to success and the hiring process. In sales you need self-driven, motivated, and enthusiastic people with good people skills. If a potential candidate for hire has a low self-efficacy they would more than likely not stay with the company. Potential high self-efficacies candidates have the ability needed to perform the task, they are capable of completing the task, and nothing will stop them from completing the task. High self-efficacy employees also learn company and accept company selling tactics, rules, and policies to help them exceed expectations of the company. Hiring employees with a high self-efficacy is necessary for the success of the company; if employees aren’t
Salatino uses every ones favorite reinforcements, money! Money is considered a secondary motivator because its not considered a basic human need. Saltaino uses commissions ranging between 5% and 12% as an incentive motivate his employees to make sales. This secondary motivator is a positive motivator because money is why people have jobs and careers.
2. What kind of reinforcement schedule is used by Great Northern American to pay salespeople?
Great Northern American applies two reinforcement schedules to pay sales people, fixed interval schedule and fixed ration schedule. In a fixed interval schedule employees are paid weekly, biweekly, or monthly. A pay scale of this nature matures after a certain period of time.
The second reinforcement scale used is a fixed ratio scale. The commission earned by employees at Great Northern American is an incentive that motivates employees to produce more sales. The fixed ratio scale is centered on performance and works well with commission-based programs.
3. If you were Salatio, how might the concept of self-efficacy help you hire successful sales people?
If I were Salatio I would view the Self-efficacy principle as a pillar to success and the hiring process. In sales you need self-driven, motivated, and enthusiastic people with good people skills. If a potential candidate for hire has a low self-efficacy they would more than likely not stay with the company. Potential high self-efficacies candidates have the ability needed to perform the task, they are capable of completing the task, and nothing will stop them from completing the task. High self-efficacy employees also learn company and accept company selling tactics, rules, and policies to help them exceed expectations of the company. Hiring employees with a high self-efficacy is necessary for the success of the company; if employees aren’t